Initially, their recruiter reached me about the position. After that, we scheduled a 30-minute call to talk about the position and why I am looking for work. Their process is a little long and has repeating steps for a company like that. 1. Java coding challenge. In this step, they ask you to write a CLI application that will find a route in a BPMN diagram. This is a nice challenge because it is not expected to bring a perfect solution, parsing BPMN from scratch and writing tests. You just need to provide a code to traverse in a graph. 2. Hack session. This is a live coding interview but they don't ask any leetcode style question. In an iterating way, they expect you to parse a response from Camunda API and filter some data. From their reactions during the interview, it looks like they have a company-preferred way that includes using Java streams to solve this. 3. Hiring manager. In this stage, you talk with your potential manager. You can think of this as a standard cultural fit interview. 4. Whiteboard Session. Initially, this step is described as a system design interview but it turned out to be a live coding without any IDE. They ask you to design something like Camunda with Java classes, methods, fields, and pseudocode. 5. Peer Interview. This is similar to a hiring manager interview but it is done with your possible colleagues. Everyone I talked to and the process was good until the whiteboard session. The engineers that were conducting that session were rude and looked down arrogantly. This surprised me and made me think about how all of these people can work at the same company. I got a no after the whiteboard session. I also think it is possible to merge the hiring manager and peer interview into a single step because at the core they are the same interview. Why they are doing a hack session(1.5 hours) if I am going to write code again at the whiteboard session?